WHAT IS AN INTERNAL HIRING PROCESS AND HOW DO WE CREATE ONE?
If you hire someone you don’t really know, for a position you have not thoroughly defined – chances are neither the person, nor the position will deliver. Hiring the right people right from the start requires implementation of a comprehensive internal hiring process that selects the best and eliminates the rest.
Importantly, it all starts with benchmarking. Whether benchmarking the role, the top performers in that role, or benchmarking key traits of the best performers in the company as a whole, the first step is creating the model of what right looks like. Companies that take the time and effort to do so fully understand not only who they need, but why they need them. These are the companies that excel in the employee selection process and the capacity to build a “dream team.”
WHAT RIGHT LOOKS LIKE.
Before you evaluate your immediate needs, evaluate the company and team. This is called
the Internal Human Capital Inventory & Assessment and involves:
1) Evaluating your core culture:
• Acknowledge your core (prorate) values.
• Assess the character quotient of your company.
• Identify the non-negotiable character traits or core values for your company.
2) Evaluating your current team:
• Identify your key players and what innate abilities and traits make them successful.
• Identify what’s working on the team and what isn’t.
• Identify what elements are missing on the team that, if present, would make a positive
difference.
3) Implementing a system for evaluating and selecting new hires and internal promotions:
• Establish and cross-train to hiring protocol.
• Create company wide candidate-screening ground rules.
• Create a Comprehensive Position Requirement (CPR) for every role.
• Validate, select, and utilize the right assessment tools.
• Create behavioral-based interview models for each role in the company.
• Establish a decision-making matrix.
